The Impact of Performance Management on Employee performance

Figure 1.0: Performance management process Source : Performance Management System (370 DM 430) Frequently Asked Questions, Page 7, Office of Human Capital, U.S. Department of the Interior (October 1, 2018) 1.       Planning (Setting a goal) Planning stage entails set and communicating the goals for employees. These goals should clearly mentioned in the job description during the process of attracting candidates and once again those goals should be communicated when the candidates becomes a new recruitment. This decide what to assign and how to do it (Armstrong, 2006). The organization need to assign a percentage for each of these goals as those to be evaluated their achievement. 2.       Monitoring (Managing) One of the most important requirement to monitor the employees’ performance on goal by managers. Monitoring employees determines the level of progress and performance made regularly (Shane & Shane,2008). Monitoring is the exact phase that performance management

Performance management can be defined as the development of individuals with competencies and commitment, working towards the achievement of shared meaningful objectives within an organization which supports and encourages their achievement (Zaffron and Logan,2009). According to Armstrong (2006), definition for performance management is a “systematic process for improving organizational performance by developing the performance of individuals and teams. It is a mean of getting better results from the organization, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements” Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service and employees (Harris et al., 2003). Performance management also can